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Author: Shelagh Prosser


  • To create an organisation that provides equal opportunities for women and men, the possibilities open to them to participate and reach their full potential in the workplace should not be defined by their gender. (See What is gender equality?)
  • Evidence demonstrates that participation by men and women in the workplace is unequal. (See The disparity between men and women at work)
  • Gender diversity benefits the bottom line by motivating employees, encouraging creativity and minimising turnover. (See The importance of gender diversity)
  • The barriers to gender equality and diversity include gender bias, a lack of opportunity to balance work with personal responsibilities, the gender pay gap and occupational segregation. (See Barriers to equality and diversity)
  • Employers that understand the barriers to gender equality and diversity in their organisation are more likely to eradicate inequality and improve diversity. (See Monitoring)
  • Employers should review their policies and procedures to ensure that they give men and women equal opportunities to achieve their potential. (See Policies and procedures)
  • The senior leaders of an organisation have a significant influence on its culture, so they should support the gender-equality agenda. (See Leadership)
  • Giving assistance to new mothers may encourage them to return to work from maternity leave. (See Supporting parents)
  • Domestic violence is a workplace issue, so employers should raise awareness about it and give guidance to line managers on how to help employees who are the victims of abuse. (See Supporting employees experiencing domestic abuse)
  • Employers can make working conditions easier for women experiencing the menopause. (See Supporting employees during the menopause)
  • Reviewing job descriptions and person specifications, diversifying attraction techniques and revising how the organisation works with recruitment agencies are some of the ways employers can encourage women to apply for vacant posts. (See Recruitment and selection)
  • Training on sex discrimination and gender awareness, and taking steps to ensure that decisions are made transparently and objectively, can help to minimise gender bias. (See Addressing gender bias)
  • Employers can take action to address the absence of women in their industry and in senior roles. (See Addressing occupational segregation, Gender diversity on boards, Talent management and Mentoring and coaching)
  • Supporting internal and external women's networks can help an organisation to support its female employees. (See Networks)
  • Organisations can get involved with external campaigns to raise awareness about gender equality and diversity. (See Gender-diversity campaigns)